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  • AI Is Everywhere. So Why Are 75% of Companies Still Failing at Culture?

    AI Is Everywhere. So Why Are 75% of Companies Still Failing at Culture?
    2026/06/19
    McKinsey just dropped their State of Organizations 2026 report — and the headline finding is a genuine head-scratcher. 88% of companies are actively deploying AI. But 75% are still failing to build high-performance cultures. How does that even happen? Turns out, the bottleneck isn't the tech. It's career paths, incentives, and performance management — all the stuff that was already broken before AI showed up. McKinsey surveyed over 10,000 executives across 16 countries and 17 industries, and the data is pretty unambiguous: organizations are pouring resources into AI while the foundational people infrastructure stays outdated. And here's the kicker — less than 20% of companies that deployed AI have seen significant, tangible operational impact. So you've got most organizations deploying a tool that isn't delivering results, to a workforce that isn't engaged, inside a career structure that doesn't show them where they're going. That's a compounding problem. In this episode, we break down the four barriers McKinsey identifies, why a skills cliff is coming faster than most HR teams are ready for, and what CHROs can actually do this quarter to start closing the gap.
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  • 60% of HR Leaders Admit Their Training Can't Keep Up With AI

    60% of HR Leaders Admit Their Training Can't Keep Up With AI
    2026/06/19
    Nearly every HR leader believes AI will create brand new entry-level jobs — but almost half their organizations aren't doing anything to prepare workers for that future. That contradiction is at the heart of new research from Cognizant and Pearson, and it raises an uncomfortable question: are we optimistic about AI transformation while being completely unprepared for it? The AI Workforce Pulse study surveyed 750 HR directors and above at large companies across the US, UK, and India. The findings are striking. 94% of HR leaders expect AI to generate entirely new entry-level roles within five years. 96% expect those roles to shift toward supervising and managing AI systems. And yet — 60% say their learning and development programs can't keep pace with that transformation. Nearly half aren't proactively arranging AI training at all. What's also fascinating is how the definition of a strong entry-level hire is changing. 69% of HR leaders now value broad, interdisciplinary backgrounds over specialized expertise. 67% say they value liberal arts degrees more than before. And a whopping 97% say soft skills — adaptability, problem-solving, human judgment — matter more in an AI-augmented workplace. When AI handles the routine technical work, the human edge becomes about thinking across domains and adapting quickly. The takeaway for HR and L&D leaders is urgent: the transformation isn't coming — it's already here. One-third of entry-level tasks globally are already performed by AI. Organizations that build AI readiness into their training infrastructure now will have a decisive advantage. Those that wait will be scrambling for a shrinking pool of AI-ready talent while their own workforce falls behind.
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  • Building Instead of Buying: Eightfold AI's Bold Bet on Custom HR Software

    Building Instead of Buying: Eightfold AI's Bold Bet on Custom HR Software
    2026/06/19
    The classic HR software playbook says pick a vendor, sign a contract, and customize within limits. Eightfold AI just launched TalentForge to flip that script entirely. At Cultivate 2026, Eightfold unveiled a composable platform that lets enterprises build their own HR applications on top of Eightfold's talent-intelligence backbone. Rather than buying a boxed solution, companies like Deloitte and Deutsche Telekom can now construct purpose-built tools that actually fit their specific workforce, industry, and compliance context. The headline feature — AI Interviewer 360 — doesn't just assist a human interviewer. It runs the entire interview autonomously, covering functional skills, coding, and language evaluation in one unified conversation, available around the clock. That's a significant leap from a scheduling tool. There are real questions too: pricing is opaque, building software takes technical horsepower most HR teams don't have, and Eightfold's claim that 90% of enterprise software will eventually be custom-built is their own assertion — not independent research. But the direction is clear. The build-vs-buy debate in HR tech is getting very real, very fast.
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  • The AI That Finally Proves Employees Actually Learned Something

    The AI That Finally Proves Employees Actually Learned Something
    2026/06/19
    Corporate training costs companies $400 billion a year — and most of it doesn't stick. Completion rates climb, post-course surveys get filed, and then nothing measurably changes on the job. In this episode, we dig into Perceptyx Develop, a new five-agent AI learning system that launched in May 2026 and is taking direct aim at that problem. Develop deploys three AI agents during live training sessions — not after them. The Tutor adapts its questioning in real time based on what learners actually demonstrate they understand. The Evaluator scores responses against learning objectives on the fly. And the Development Advisor creates a transcript-grounded record of what each employee truly learned — verified evidence, not assumptions. It's a fundamental rethink of how we measure whether training actually worked. This fits into Perceptyx's broader People Activation System, which links employee listening data to skill development to verified behavior change. The company says employees who receive targeted development based on feedback are three times more likely to report lasting behavior change — and four times more likely to develop skills that improve on-the-job performance. Bold claims, but ones that HR and L&D leaders will want to track closely as real-world data comes in. If you're in HR or L&D and you're tired of defending training budgets based on completion rates, this episode is for you.
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  • 7-Eleven Saved 40,000 Manager Hours a Week — Here's How Rita Did It

    7-Eleven Saved 40,000 Manager Hours a Week — Here's How Rita Did It
    2026/06/19
    In high-volume hourly hiring, speed isn't just an advantage — it's everything. 7-Eleven learned this the hard way when they discovered that the average applicant for a store role was applying to 14 other places on the same day. By the time a manager called them back, they were already hired somewhere else. To compete, 7-Eleven partnered with Paradox to deploy Rita — a text-based conversational AI that handles candidate screening, interview scheduling, paperwork notifications, and training communication entirely over SMS. No apps, no email, no friction. Just a text on the candidate's phone. The results are striking. Time-to-hire dropped from more than 10 days to under 3. Eighty-five percent of applicants now receive an interview slot within one hour of applying. And 95% of front-end recruitment across all 13,000-plus US locations is now automated — saving 40,000 manager hours per week, or roughly two million hours a year. But here's the part that matters most for HR leaders: 7-Eleven didn't use Rita to eliminate recruiters. They used it to redeploy them. With the repetitive, time-sensitive admin layer handled by AI, the human recruiting team moved to higher-value work — building hiring manager relationships, strengthening employer branding, and focusing on specialized roles. That's the real lesson from 7-Eleven's playbook: automate the tasks that drain your team, so your team can do the work only humans can do.
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  • AI Talent Mobility Just Dropped 12% — What CHROs Need to Know Now

    AI Talent Mobility Just Dropped 12% — What CHROs Need to Know Now
    2026/06/19
    Cross-border movement of highly skilled professionals fell nearly 12% in 2025, and AI talent was hit hardest. New BCG research tracking 221 million professionals across 200+ destinations reveals a structural shift that every CHRO relying on international hiring needs to understand — fast. In this episode, we break down why the global AI talent pipeline is shrinking, who's winning and losing in the geographic talent shuffle, and what the paradox of less movement but more competition really means for your recruiting strategy. We cover the three forces driving the contraction — immigration tightening, remote work reducing relocation incentives, and aggressive local poaching — plus the geographic story that should prompt a strategy rethink: Canada dropped from a top-3 talent destination to 7th in a single year. Then we get practical. If your playbook still relies on posting globally and offering relocation packages, this episode is your wake-up call. We'll tell you what the data actually suggests CHROs should do: build source-market presence, lean into remote-first AI roles, and use faster screening to win candidates before the counter-offers land.
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  • Udemy's Altus: Five AI Agents That Actually Close the Skills Gap

    Udemy's Altus: Five AI Agents That Actually Close the Skills Gap
    2026/06/18
    Enterprise learning platforms have always had a dirty secret: they can throw courses at your employees all day long, but they can't tell you whether those employees actually learned anything useful — or if the skills gap you started with is any smaller. Udemy thinks agentic AI finally changes that equation. At its PowerUp 2026 event in March, Udemy previewed Altus — a multi-agent AI system that doesn't just recommend training, but actively diagnoses what skills your workforce is missing, builds personalized learning paths, validates that employees can actually apply what they learned, and tracks progress in real time. It's five specialized AI agents working in coordination, end to end. The architecture is what makes Altus different from the usual "AI-powered" learning tools. Most platforms bolt a single AI layer onto a content catalog. Altus deploys five distinct agents — one for gap diagnosis, one for personalized learning, one for enterprise system integration, one for performance-based skills validation, and one for real-time monitoring and adaptation. That last piece, validation through simulations and hands-on labs rather than quiz scores, is the part HR leaders should pay attention to. Altus is currently in preview, with early access expected mid-2026. Pricing hasn't been announced. But for HR leaders managing AI transformation programs or cloud modernization initiatives — exactly the scenarios where skills gaps are both urgent and measurable — it's worth watching closely. If the diagnosis-to-validation loop delivers real ROI, it could reset expectations for what an enterprise learning platform is even supposed to do.
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  • 300,000 Employees on Copilot in Six Months — What HR Actually Got

    300,000 Employees on Copilot in Six Months — What HR Actually Got
    2026/06/18
    Three of the world's biggest IT firms — Infosys, TCS, and Wipro — just crossed 300,000 Microsoft 365 Copilot seats in six months. And the HR results are turning heads: Wipro cut performance appraisal effort by 70%, TCS is seeing 20–25% productivity gains in content and research, and Infosys hit a 91% monthly active usage rate. These aren't pilot numbers. This is a workforce operating system at scale. In this episode, we break down what actually changed inside these companies' people functions, why sky-high adoption rates didn't happen by accident, and the one finding that every HR leader needs to hear: organizational culture and leadership support drive twice the impact of individual factors when it comes to AI adoption outcomes. If your organization is still treating AI as a technology purchase, this episode will reframe that fast. We look at what it means when the world's largest documented enterprise AI transformation — 330,000 employees, three companies, six months — becomes your benchmark. And we ask the honest question: is your organization building the culture to make AI actually work? Brought to you by OVI, the AI-native ATS helping hiring teams move faster without adding headcount.
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